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SAP C_THR81 Exam Syllabus Topics:

Section	Objectives
Topic 1: Position Management	- Position management setup 1. Position hierarchies 2. Position object configuration - Integration with Employee Central 1. Business rules for position management 2. Position-to-employee mapping
Topic 2: Organizational Management	- Organizational structure setup 1. Departments and locations 2. Business units and divisions
Topic 3: SAP SuccessFactors Employee Central Overview	- Employee Central configuration basics 1. Company structure 2. Job structure - Core HR foundation concepts 1. Employee Central data model basics 2. Foundation objects
Topic 4: Employee Data Management	- Employee lifecycle events 1. Job and compensation changes 2. Hire, rehire, termination processes - Data maintenance 1. Personal and employment data 2. Workflow and approvals
Topic 5: Reporting and Integration	- Integration concepts 1. Integration with SAP systems 2. API and data integration basics - Reporting tools in SuccessFactors 1. Standard reports 2. Ad hoc reporting

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q63-Q68):

NEW QUESTION # 63
A consultant is validating a newly enabled internal transfer process in SAP SuccessFactors Employee Central before a controlled rollout. In the public cloud web-based UI, managers can start the transfer and complete the first steps, but for one new country combination the employment details section keeps one required field editable until validation, then turns it read-only before submission. Other country combinations keep the field editable throughout the process.
The customer confirms the field must remain editable because the final value drives downstream approval routing and reporting. They do not want a country-specific transfer variant or a manual correction step after submission. The issue appeared after recent country-specific setup adjustments were introduced for the rollout.
What should the consultant investigate first?
Response:

A. Ask managers to complete the transfer and let HR operations correct the field afterward for the affected country combination.
B. Reload sample employee records from the affected countries so the transfer process rebuilds the field behavior automatically.
C. Review the country-specific transfer setup controlling editability across the action sequence, then correct the dependency that changes the field to read-only before submission.
D. Grant managers broader employee-maintenance permissions so the field remains editable during the final stage of transfer processing.

Answer: C

Explanation:
Feedback:
The field is available and editable early in the action, so the process design includes it correctly. The failure is that editability changes only for one country combination at a later validation point, which points to a country-specific setup dependency controlling behavior across the transfer sequence. Correcting that configuration addresses the root cause while preserving the standard transfer model.

NEW QUESTION # 64
In a public cloud SAP SuccessFactors Employee Central Core and Position Management tenant, a consultant is validating a process where position changes should drive downstream employee alignment before a regional restructuring review. In the web-based UI, a manager updates a position’s department assignment and saves successfully, but the incumbent employee record does not reflect the expected downstream change during validation. Other position updates, such as title corrections, appear normally.
The customer wants the consultant to correct the behavior without introducing manual follow-up steps for HR administrators, because the same operating model will be used across multiple regions. The project lead also wants to avoid broad redesign of working position processes this late in testing.
What is the best action to take first?
Response:

A. Give managers additional edit access to employee records so they can correct downstream data directly after saving a position change.
B. Review the configuration and propagation dependency between the position change and employee update behavior, then correct the specific mapping or rule that governs department alignment.
C. Recreate the affected positions with new identifiers so the employee records can inherit the correct department values from newly built objects.
D. Ask HR administrators to manually adjust employee department values after each position update until the restructuring review is complete.

Answer: B

Explanation:
Feedback:
The symptom is selective: the position update saves, and some downstream behavior works, but department alignment does not. That means the position object itself is active and the general process is functioning. The likely upstream issue is the specific dependency that governs how department-related changes propagate from the position to the incumbent employee. Correcting that mapping or rule targets the root cause while preserving the existing operating model.

NEW QUESTION # 65
A consultant is validating a manager-led transfer process in a public cloud SAP SuccessFactors Employee Central tenant. In the web-based UI, managers can start the transfer and select the employee’s company, but for one newly added regional structure the list of departments appears valid yet excludes the department that should be the default choice for that company and division combination.
Other regions show the expected department options. HR leadership confirms the missing department was added during the latest corporate data maintenance cycle and must remain visible only for approved organizational combinations. The customer wants the process corrected without expanding department visibility across unrelated divisions or asking managers to use temporary placeholder assignments.
What should the consultant investigate first?
Response:

A. Ask managers to select a generic department during transfer and let HR operations correct the final department afterward.
B. Create a duplicate department for the new regional structure so it appears separately in the transfer selection list.
C. Review the recent corporate data associations for company, division, and department, then correct the relationship controlling department availability for the new regional structure.
D. Broaden department visibility for all divisions in that company so managers can always find the missing department during transfers.

Answer: C

Explanation:
Feedback:
The department exists, and the issue is limited to a newly added regional structure after recent corporate data maintenance. That points to a relationship problem in foundation data rather than a missing object or UI defect. Correcting the company-division-department association restores the intended filtered availability while preserving controlled organizational scope.

NEW QUESTION # 66
<strong>CHALLENGE 4 — Position Change Routing for Terminal Review</strong> A dockside position change routes to the expected terminal operations manager, but a comparable maintenance position change remains with HR data administration. The same terminal manager can approve other employee updates in the assigned dockside area.
What should be validated before changing workflow routing?
Response:

A. Whether every terminal manager should be added to all position-change workflows during design validation.
B. Whether HR data administration can approve all position changes centrally until configuration testing begins.
C. Whether the maintenance employee context, position assignment, and terminal responsibility support reviewer determination for the affected change.
D. Whether the workflow notification text tells users that maintenance requests may remain with HR data administration.

Answer: C

Explanation:
Feedback:
The terminal manager can approve other changes, so workflow configuration may not be broadly incorrect. The affected maintenance change should be traced through employee context, position assignment, and terminal responsibility before workflow rules are adjusted.

NEW QUESTION # 67
<strong>CHALLENGE 4 — Position Change Routing for Resort Review</strong> A housekeeping position change routes to the expected resort operations manager, but a comparable banquet position change remains with HR coordination. The same resort manager can approve other employee updates in the assigned hotel department.
What should be validated before changing workflow routing?
Response:

A. Whether the banquet employee context, position assignment, and resort responsibility support reviewer determination for the affected change.
B. Whether every resort operations manager should be added to all position-change workflows during remediation.
C. Whether the workflow notification text tells users that banquet requests may remain with HR coordination.
D. Whether HR coordination can approve all position changes centrally until seasonal validation begins.

Answer: A

Explanation:
Feedback:
The resort manager can approve other changes, so workflow configuration may not be broadly incorrect. The affected banquet change should be traced through employee context, position assignment, and resort responsibility before workflow rules are adjusted.

NEW QUESTION # 68
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